Transcript Self Awareness and Career Management

SELF AWARENESS AND CAREER
MANAGEMENT
Semester 2, Session 2
STARTER – THIS IS WHAT WE DID LAST
WEEK
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Write or draw a picture of all the jobs that you
have tried so far that you enjoyed at least part of
Think about all the jobs you might like to try and
do the same
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How many did you come up with?
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Are their any themes?
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Did anyone struggle to come up with any/more
than one?
BIG PICTURE
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1) Review your chosen career path from PDP and Developing
Management Capabilities. Reflect on it and consider if it has changed
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2) Use the psychometric tests and other self assessment tools we will
be using this semester to justify your career choice
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3) Examine the job opportunities in your chosen field; exploring ALL
possibly routes you could take, analysing them in light of restraints
(eg competition, location, need for further qualifications etc)
4) Conduct a transferable skills audit from the person specifications
and job descriptions that you have found and create an action plan on
how you can close the gap
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2000 word report, 40% weighting
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9th March deadline
TODAY’S LEARNING OUTCOMES
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Review what a career is and why is it important
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Define career theory
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Values elicitation exercise
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Achievement/accomplishment exercise
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10 years out exercise
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Career Maturity Exercise
WHAT IS A CAREER?
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As with most academic study their is no single
definition of a career but a useful one is from
Arthur et al 1989 in Jackson et al (1996 p8) ‘the
evolving sequence of a person’s work experience
over time’
According to Talbott (2013 p8) ‘A career is a way
of earning a living, which of itself gives personal
satisfaction and is part of a satisfying and
enjoyable life’
WHY ARE CAREERS
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IMPORTANT?
The Office for National Statistics set up a well-being
index in 2010 and found that contributing factors to
‘happiness’ include: job satisfaction, adequate income
and wealth, work-life balance, meaning and purpose
People are working longer, jobs are no longer ‘for life’,
technology means that jobs that need doing/are
available are changing, the number of people
receiving degree level education is increasing
Individuals will need and may want to change careers
more often
KEY DEFINITIONS
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Boundary-less career = the opposite to a career in a
single organisation (boundaried) – it involves moving
organisations/careers/having ‘gap’ years/may be
having a portfolio career (ie several part time,
possibly unrelated jobs)
Protean career = According to Hall 1976 is a career
managed by an individual not organisation and
encompasses all their experience in education,
training, working in different organisations, changes
in occupational field etc.
‘The protean career is not what happens to the person
in any one organisation’ (in Arthur and Rosseau 1996
p241)
CAREER DEVELOPMENT THEORY
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For the past 100 years Career Development
Theories has fallen into 4 categories:
Trait theory – matching personal traits to
occupations (Parsons 1900s)
Developmental – Self concept over life span
(Super 1950s)
Decision – Situational or Sociological (Bandura
1970s)
Psychological – personality types matching work
environment (Holland 1980s)
STUDENT ACTIVITY
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In pairs research the theory you have been given.
Consider what the main premise of the theory is
and how useful it is in explaining your current
situation
What do you think are the positives of the
theory? And the limitations?
Make a brief power-point presentation to relay
back your findings to the rest of the group. If you
don’t like doing presentations here is a chance to
practice in a safe environment...
VALUE ELICITATION EXERCISE
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What are values?
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Why are they important?
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Is it important to have values appropriate to your
chosen career? Organisation?
Here’s an exercise to find out what they are and
if they are useful for you
SOME EXERCISES TO HELP DE/REFINE OUR
INTERESTS AND VISION OF OUR FUTURE
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1) Achievements/Accomplishment Exercise: first
answer the questions on your own. When you get
to the reflect section it may help to work with
someone else
2) 10 year out exercise (or if 10 is too hard try 5
or 20) from Harrington and Hall (2007 p36/7)
ARE YOU READY TO MAKE A DECISION
ABOUT YOUR NEXT CAREER MOVE?
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John Crites designed the Career Maturity Inventory
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It suggests that students should approach careers decisions
with:
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A concern for their futures (choosing to become aware of
how satisfying career choices are made)
A sense of personal control over their careers (choosing
to seek advice from credible sources but recognizing YOU
are your own best-expert)
The curiosity to experiment with possible selves and
opportunities (choosing to seek information about different
occupations), and
The confidence to engage in designing their occupational
futures and executing plans to make them a reality
(choosing to believe in your ability to make the best choice
for yourself)
IF YOUR NOT READY YET YOU’LL NEED TO
DO SOME MORE EXPLORATION
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According to Arnold (1997) exploration could include:
Finding information out occupation, educational
opportunities etc
Trying out a particular activity eg through voluntary
work
Talking to people about the work they do, what they
think of it, how they got there etc
Possibly more psychometric tests – there are lots out
there!
‘Shadowing someone to observe what they do
Looking at job adverts to see what’s available and the
personal and other criteria required
Using the Careers Service
Any more?
SUMMARY
Self
awareness and career management skills are
important as careers are no longer linear and in single
organisations
We’ll
have to work for a long time so you might as well
enjoy it!
If
you don’t or are ready to make your next career
move you need to do quite a lot of work which could
involve psychometric tests, values work and other
interest and achievement exercises
In
terms of the assignment and e-portfolio their
results should be analysed and used to justify or
analyse career/next move choices
CORE TEXT RECOMMENDED READING
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Career Management and Work-Life Integration
by Harrington and Hall chapter 2
Career Management by Greenhaus et al chapter
3
NEXT WEEK
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Routes of entry into the job market
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Researching your own job market
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Identification of transferable skills
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Transferable skills audit/gap analysis